Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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organisation in the East of England. The AI process utilised daily logs and semi-structured interviews to identify
areas working well as well as a beginning to the intervention development process. These results fuelled the focus
group agenda, in which feasible action plans for the implementation of interventions were designed.
As depicted in Tables 28 and 29 and explained through Chapter IX Section 1, it is clear that the AI
approach has helped to design a number of useful and feasible interventions to improve upon employee
experience of stressors in the workplace. These interventions spanned a variety of worksites, job roles and
psychosocial stressors. Therefore the AI methodology unambiguously accomplished the goal of designing feasible
interventions, which were then implemented into the organisation.
3) Results & Previous Research
3a) Survey 1 vs. JDCS
According to the Job Demands-Control-Support model of workplace stress an employee is most likely to
experience negative stress-related outcomes should they experience high levels of Demands in addition to low
Control and inadequate Social Support (see Chapter II, Section 1b.1). The presented study utilised the
Management Standards Indicator Tool as a measure of the potential psychosocial hazards faced by individuals
within the participating organisation, and the Maslach Burnout Inventory-General Survey as a measure of the
potential psychological impact of these measured hazards (see Chapter IX, Sections 2a and 2b for a critical
discussion of both the MSIT and MBI-GS). Survey 1 results (see Chapter VII Sections 1 and 2) show that, in
accordance with the JDCS model, (Management) Support, Control and Demands each had a significant impact on